The recruitment industry is evolving at a breakneck speed, and companies will lose out big time if they do not grow, adapt, and progress. It is no secret that recruiting teams will be expected to learn new skills and play a more strategic role. However, we should also be aware that the marvels of computers and robotics play an equally integral role in influencing the job market. Without further ado, let’s check out 8 emerging trends for the future of recruitment.
1. Automation Tech
Invest in innovative technology to streamline tasks such as uploading references or previous employment history. Modern recruitment tools are not meant to replace recruiters but to supplement workflow and efficiency. For example, TG Group uses Robotic Process Automation (RPA) for candidate sourcing—channelling more time for strategic initiatives.
However, recruiting technology is typically created for the company’s benefit, not the applicants. Choose software that automates time-staking tasks or simplifies the hiring process for candidates. According to a survey, 44% of candidates said they are open to automation and technology alternatives for routine touchpoints and to get information during the recruiting process. 65% of candidates said they would like organisations to have an application dashboard to see where they are in the process.
2. Video Interviews
Digital recruiting is the way of the future. When applying for a job, candidates expect a flawless digital experience. Face-to-face interactions are no longer a necessary part of the process as the job has gone virtual. Hiring managers are increasingly using video chats to ‘meet’ candidates since it is faster to access a larger talent pool in the new normal. Interviewing platforms are used to perform pre-recorded screening questions as well as live one-on-one or panel interviews to save cost and time. No more waiting for a department head to return—recruiters can now do it at their own pace.
3. Artificial Intelligence (AI)
When used correctly, artificial intelligence can collect and process massive amounts of data to improve the work on applicant profiles. According to Gartner, 17% of organisations already use AI-based solutions in their HR functions, and 30% will do so by 2022. Here are some ways businesses use AI in the recruitment process:
- Analysing video interviews to assess personality traits. AI can identify confidence, skill, and focus through a person’s facial expressions, body gestures, and speech
- Powering chatbots on websites
- Identifying passive candidates and recommending the best times to contact them
- Using data and predictive analytics to write high-performing job postings
4. Borderless Hiring
A study from Deloitte noted that there will be a vast skills gap between 2018 and 2028, which may leave more than 2 million jobs unfilled. Now that so many people are working remotely, companies recognise that they can now recruit, attract, and hire talents from anywhere in the world. Expanding recruitment reach enables organisations to access a robust pool of prospects to discover the perfect match—considerably increasing their capacity to find the skills they require.
5. Virtual Reality (VR)
PwC found that 65% of candidates say they’d be more willing to pursue a job if they could use technology to simulate the actual job experience or office setting. VR piques 64% of in-demand workers’ attention, while gamified, interactive interviews entice 55% of them. High-tech interactive experiences such as VR allow job seekers to better understand the role and expectations at work. It is not yet a mainstream feature, but it is an investment that has the potential to pay off handsomely.
6. Recruitment as Digital Marketing
If digital marketing isn’t already a cornerstone of your recruitment strategy, now is the moment to consider it, especially when looking for a recruitment partner. A competent recruiting agency will have a specialised digital marketing team that works closely with recruiters to ensure that the appropriate job reaches the right prospect at the right time.
Use multiple channels and tactics to find high-quality talents. One effective technique to reach a large pool of potential employees is to use career and networking boards like LinkedIn and Jobstreet. Do not discount social media platforms, in any case. Younger generations are increasingly looking for opportunities on Facebook, Twitter, and Instagram.
7. Candidate Experience
Recruiters need to deliver an excellent recruiting experience for every candidate. In today’s hyper-connected world, people talk—and what they say about your hiring process can have a significant impact on your capacity to hire new workers. When a candidate shares a bad experience online, it can have a lasting impact on your company’s prestige—making it more challenging to attract suitable employees. Even if you decide not to hire someone, you still want to leave a positive impression to maintain a positive reputation among job seekers.
8. Recruiters as Strategists
Two-thirds of job searchers claimed that personalised initial engagement makes them more likely to apply for a job. They also prefer emails or phone calls compared to chatbots. Thus with so many parties competing for the same talent, recruiters need to connect with candidates through unique narratives and a tailored approach to stand out. Recruiters should also leverage data-driven strategies to advise corporate leaders and hiring managers on making wise decisions.
Get a Head Start in Embracing the Workforce of Tomorrow
Getting exceptional employees will not become any easier henceforth. Given the tight labour market, increasing employee expectations, and a scarcity of in-demand talents—companies with an agile and adaptive recruiting team will have a leg up when acquiring the best people for the job.
At TG Group, we believe that human capital is the greatest asset to any institution. That is why our integrated and digital-driven global workforce solutions can help your business grow into a future-proof entity.
Contact us to discover how we can augment your business growth: firstname.lastname@example.org